Chapter 7 Flashcards
national origin discrimination protection 308
That is, it is an unlawful employment practice for an employer to limit, segregate, or classify employees in any way that would deprive them of employment opportunities because of national origin
national origin 308
individuals or her or his ancestor place of origin(as opposed to citizenship), or physical, cultural, or linguistic characteristics of an origin group.
adverse employment action 313
any action or omission that takes away a benefit, opportunity, or privilege of employment from an employee
guidelines on discrimination because of religion or national origin 316
federal guidelines that apply only to federal contractors or agencies and that impose on these employers an affirmative duty to prevent discrimination
The statutory basis for protection against national origin discrimination is 306
“Legislation Prohibiting National Origin Discrimination.” These statutes include section 703(a) of Title VII of the Civil Rights Act of 1964 and the Immigration Reform and Control Act of 1986
TITLE VII, CIVIL RIGHTS ACT OF 1964 Sec. 703(a) 306
It shall be an unlawful employment practice for an employer— (1) to fail or to refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual’s … national origin.
IMMIGRATION REFORM AND CONTROL ACT OF 1986 Sec. 274A(a) 306
(1) It is unlawful for a person or other entity: (A) to hire or to recruit or refer for a fee for employment in the United States an alien knowing the alien is an unauthorized alien with respect to such employment, or (B) to hire for employment in the United States an individual without [verification of employment eligibility]. (2) It is unlawful for a person or other entity, after hiring an alien for employment in accordance with paragraph (1), to continue to employ the alien in the United States knowing the alien is (or had become) an unauthorized alien with respect to such employment. (3) A person or entity that establishes that it has complied in good faith with the [verification of employment eligibility] with respect to hiring, recruiting or referral for employment of an alien in the United States has established an affirmative defense that the person or entity has not violated paragraph (1)(A).
IMMIGRATION REFORM AND CONTROL ACT OF 1986 Sec. 274(B)(a) 306
(1) It is an unfair immigration-related practice for a person or other entity to discriminate against any individual (other than an unauthorized alien) with respect to the hiring, or recruitment or referral for a fee, of the individual for employment or the discharging of the individual from employment— (A) because of such individual’s national origin, or (B) in the case of a protected individual [a citizen or authorized alien], because of such individual’s citizenship status.
why was national origin included
National origin was included in Title VII’s list of protected classes to ensure that employers did not make employment decisions based on preconceived notions about employees’ or applicants’ country of origin
Realities about National Origin Discrimination (Exhibit 7.2) 307
1.“Citizenship” and “national origin” are not synonymous. 2.No matter the national origin of a restaurant, it likely will still be required strictly to abide by Title VII non-discrimination principles in hiring its wait staff. 3.The EEOC considers English-only rules applied at all times presumptively discriminatory, although courts have not always agreed.
Title VII related to national origin protects or not protects question
it protects- non us citizens from employment discrimination based on the categories of the act does not protect- -illegal aliens from deportation to homeland -protects individuals based on their race and gender
the national origin discrimination protection prevents employERS from 308
- An employer may not group its employees on the basis of national origin, make employment decisions on that basis -implement policies or programs that, though they appear not to be based on an employee’s or applicant’s country of origin, actually affect those of one national origin differently than those of a different group.
An employEE may successfully claim discrimination on the basis of national origin if it is shown that 308
1.He or she is a member of a protected class (i.e., articulate the employee’s national origin). 2.He or she was qualified for the position for which he or she applied or in which he or she was employed(The claimant must show that he or she meets the job’s requirements pg. 309)( and they must show without the benefit of accommodation pg. 309) 3.The employer made an employment decision against this employee or applicant. (this is when,for national origin discrimination is that the employee has suffered an ADVERSE EMPLOYMENT ACTION by the employer’s employment decision) This may include a demotion, termination, or removal of privileges afforded to other employees. The adverse effect may arise either because employees of different national origin are treated differently (disparate treatment) or because the policy, though neutral, adversely impacts those of a given national origin (disparate impact 4.The position was filled by someone who was not a member of the protected class.
Note that the law provides protection against discrimination based only 308
on country of origin, not on country of citizenship
Title VII protects employees who are not U.S. citizens from employment discrimination based on 308
categories of the Act, but it does not protect them from discrimination based on their status as aliens, rather than as U.S. citizens
Good Note
Many national origin cases under Title VII involve claims of discrimination by those who were not born in America; however, American-born employees also are protected against discrimination on the basis of their American origin
No accommodation of one’s national origin is required of employers 309
For example, while an employer would be required to reasonably accommodate an employee’s religious attire, there is no similar responsibility to accommodate an employee’s attire of national origin, such as traditional African dress, unless it can be shown to overlap with his or her religion